Workforce Planning Analyst-Resource Management-Supervising Associate

Job Summary

Workforce Planning (WFP) is a new team established within CBS that is organized under common leadership and a new operatingmodel. The Service Line (SL) Workforce Planning Analyst will be responsible for working with the Service Line Workforce Planning Leader and their Operations Team (Talent, Recruiting Resource Management (RM) and Finance) to coordinate and run the Integrated Operational Workforce Planning (IOWP) tool and models.

Develops, analyzes and models operational, economic and talent related data, working with SL/SSL/competency leadership, coordinates the output/guidance with respective SSL/competency leaders. Liaise with the broader WFP team and proactively recommend solutions to enable them to make informed decisions on critical strategic issues. This teams unique position enables its members to use a SSL agnostic approach toworkforce planning, and its execution by establishing connections with and alignment of the Tax SSLs and its Markets functions (such as citypractices, the firms industry sectors and geographies).

The analyst will work under guidance of the SL Workforce Planning Leader and the developed planning strategy (vision of future workforce to include GDS (global offshore) strategy, SDC (local onshore) strategy, automation strategy, contractors, etc), to include cost optimization leverage aligned with a 3 to 5-year service line plan, including monitoring and working with the WFP and talent leads on attrition risk analysis and target strategies and taking this intel to the local team for discussion (Talent, Resource Management, Finance and SSL/Competency Leaders).

Key Responsibilities:

• Work with the Service Line Workforce Planning Leader and SSL/competency leadership to implement the workforce planning strategy across theservice offerings
• Develop detailed headcount models (by month and rank) that align to financial planning targets to ensure that appropriate emphasis is placed on attrition trends, promotion trends, hiring to support optimal leverage whilst aligning to overall FTE and margin targets.
• Socialization of desired leverage model by SSL/Competency to support the business workforce strategy.
• Analyze tool output data compared to multi-year historic trends and expectations as set forth by the Workforce Planning Leader, highlighting any areas to be further discussed
• Hold frequent reporting discussions with the respective stakeholders (Talent, RM, Finance and operations leaders).
• Analyze desired leverage compared to business direction
• Understand and model VISA risks and Leaves of Absence impacts
• Model attrition, promotion, hiring and mobility projections
• Participate in strategy discussions around potential impacts to the workforce
• Monitor and forecast for GDS, Automation and SDC impacts.
• Model early career hiring needs in line with SL/SSL/competency guidance.
• Present analysis to leaders in a format that enables them to review and make strategic decisions
• Create visualizations to explain complex concepts, to include both short and long-term views to decisions (i.e., TNR, Margin, potential recessions, talent policy changes, and alternative solutions that will bear greater impact to the business)
• Develop a logical/rational framework for investigating the problem, identifies key assumptions and proposes and tests hypotheses, and develops creative solutions to such problems that leverage quantitative/analytical methods
• Utilize probability theory for use in decision making, including conditional probability, decision trees, real options, etc; understanding of sample design and hypothesis testing and knowledge of multi-variate statistics, such as generalized linear regression models
• Demonstrate and apply understanding of People Data Governance and Data Privacy policies

To qualify, candidates must have:

• Bachelors degree or equivalent experience in Workforce Planning preferred
• 5 - 8+ years of business experience, with 2+ years of related experience preferably within in workforce planning, Talent, Finance or Resource Management, including running projects from beginning to end, delivering results to senior level leaders, training teams on tools developed
• Strategic Workforce Planning certification a plus but not required
• Deep understanding of the service line and operating model
• Strong ability to connect operational processes with their business purpose and recognize ways to improve and optimizeUnderstanding of SLs existing workforce management practices
• Ability to navigate and work within competing priorities of the business
• Comfortable with influencing others while leading change that supports the service line workforce strategy
• Ability to work with the Americas Service Line and influence decisions locally while building productive relationships
• Understanding of economics and business finance
• Practical knowledge and application of predictive modeling and statistical methods
• Use of data visualization and reporting systems such as Power BI, Tableau or Spotfire
• Strong project management and analytical skills.
• Excellent communication skills, both written and verbal
• Strong attention to detail and strong customer service skills
• Global or domestic travel may be required pending business needs
• Experience in the professional services, data supplier or consulting environment